CONTENTS. Introduction Page 1. University Sick Pay Provision Page 2. The Relationship Between University Sick Pay Page 3 and Statutory Sick Pay (SSP)

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2 CONTENTS Introduction Page 1 University Sick Pay Provision Page 2 The Relationship Between University Sick Pay Page 3 and Statutory Sick Pay (SSP) Reclaiming Monies from Third Parties Page 3 Health & Wellbeing Policy and Guides Page 4 Reference to Other Policies Page 4 Page 1 of 4

3 Introduction This document has been written to provide individuals with information regarding the University s sick pay provisions and how they are calculated for periods of sickness absence. University Sick Pay Provision In the event that an employee is unable to work due to personal illness or injury, they shall be entitled to a maximum period of University sick pay in accordance with the following table: During Year of Service 1st Year 2nd Year 3rd Year 4th Year + successive years University Sick Pay Entitlement (calendar months) 1 month s full pay and (after 4 months service) half pay for a further 2 months Full pay for 3 months and half pay for 3 months Full pay for 4 months and half pay for 4 months Full pay for 6 months and half pay for 6 months Entitlement to University sick pay as detailed above will be determined by the length of service (as determined by the continuous service date with Staffordshire University) at the commencement of the period of absence. For sickness absence recording purposes, all days and half days absent should be counted, including non-working days, as this information may be relevant for Statutory Sick Pay (SSP) recording purposes. For the payment of University sick pay, only working days (and half days) are counted when calculating an individual s University sick pay provision. An employee s access to University sickness pay provisions for full/half pay for any absence will be calculated by adding together the total number of working days of sickness absence (on full or half pay) during the 12 months immediately preceding the first date of the current absence, and deducting this from their entitlement. The University sick pay provision as detailed above will be a maximum provision in any rolling 12-month period. However, an individual will be able to receive the SSP equivalent from the first day of his/her employment with the University subject to the individual fulfilling the SSP regulations. In order to receive University sick pay, the employee must comply with the provisions of the Health & Wellbeing Policy and supporting arrangements. Any absence for which the appropriate documentation is not provided or received late, may be classed as unauthorised absence and the employee will not be paid any University Sick Pay. Page 2 of 4

4 The Relationship Between University Sick Pay and Statutory Sick Pay (SSP) Statutory Sick Pay (SSP) is a statutory earnings replacement paid by the employer to an employee who is off work due to sickness, dependant upon them satisfying the statutory qualifying conditions. The SSP scheme is not operated where the University sick pay is of a rate equal to or greater than SSP. However, in order to satisfy the University's statutory obligations, the SSP equivalent payments and entitlement will be recorded by Personnel Services. The University s Sick Pay provision is generally more generous than SSP. The University will, therefore, pay more generous University sick pay provisions providing that the relevant University and statutory conditions are satisfied. In certain circumstances the University's Sick Pay provisions will end before the provision for SSP and in these circumstances, the University will continue to pay the equivalent payment for SSP for as long as it is due. Personnel Services are required to send a form (currently SSP1 ) to any employee on long-term sick leave (or where there have been a number of linked absences over a period of time) shortly before their University sickness payments are due to end. The employee will need to take this form to the Benefits Agency if they wish to make a claim for further state benefits such as incapacity benefits. Any amount of sickness related state benefit received during a period of University sick pay entitlement will be deducted from the University sick pay. Reclaiming Monies from Third Parties Where an absence results from an incident which gives rise to a claim against a third party by an employee, the sums paid to an employee under the University s Sick Pay Scheme will be paid as a loan to the employee. Once the employee recovers any such monies from the third party, the employee will be required to pay back this loan within 14 days of the date of the receipt of the money. A third party includes, but is not limited to, the University or the Criminal Injuries Compensation Board or a similar body. An employee will be required to indicate on the Sickness Absence Form whether the period of absence has been due to an incident that may give rise to a claim against a third party. This information will be forwarded to the Sickness Absence Co-ordinator together with the absence details, as per the usual procedure. Personnel Services will write to the individual on receipt of this information to inform them of their contractual obligations regarding claims against a third party. An individual who receives money from a successful third party claim and who does not fulfil their contractual obligation in respect of these monies, will be subject to disciplinary action. Page 3 of 4

5 Health & Wellbeing Policy and Supporting Guides Full details of the University s Health and Wellbeing Policy and supporting arrangements are detailed in the following documents: Health & Wellbeing Policy Supporting You During Sickness Absence Supporting You During Longer Term Sickness Absence Managing Attendance Managing Longer Term Sickness Absence These are available from Personnel Services on request, or on the University website. Reference to Other Policies On occasions, an employee may need to be absent from the University not due to his/her own personal illness or injury. In such circumstances, an individual may wish to consider the appropriateness of one of the other University policies: Family Leave Policy: Maternity Leave Paternity Leave Parental Leave Adoption Leave Special Leave Policy: Crisis Leave Bereavement Leave Court Service Public and Extraneous Duties Medical & Dental appointments Study Leave Interview Attendance Authorised Leave (Unpaid) Annual Leave Policy Flexible Working Policy For further information, an individual should contact Personnel Services or their line manager in the first instance. The policies are also available on the Personnel Services website. Page 4 of 4